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Background Check Secrets - A Basic Background Check Policy
By Lee Hill
Applications of The Basic Background Check Policy, Freely Available For Use Under The Creative Commons License Agreement.
* This basic background check policy applies to all Staff and Hourly employees of American Acme Corporation.
* Purpose
o It is important that American Acme Corporation's business missions are supported by qualified employees, with a safe and secure environment for all American Acme Corporation constituents, including contractors, visitors and employees. It is also important that American Acme Corporation take meaningful actions to protect its funds, property and other assets.
o This basic background check policy is intended to support the verification of credentials, criminal history, credit status and other information related to employment decisions that assist the American Acme Corporation in meeting its commitments.
* Statement of General Basic Background Check Policy
o It is the basic background check policy of American Acme Corporation that all new Staff and specified new Hourly employees have certain credentials and criminal and other background information verified as a condition of employment.
o It is the basic background check policy of American Acme Corporation that specified current Staff employees with fiscal management responsibility have their criminal and other background information verified as a condition of continued employment.
* Definitions
o "Credit history background check" means checking the credit history of the selected applicant or employee.
o "Criminal history background check" means verifying that the selected applicant or employee does not have any undisclosed criminal history in every jurisdiction where the applicant or employee currently or has resided.
o "Educational verification" means ensuring that the selected applicant or employee possesses all educational credentials beyond high school listed on the application, resume or cover letter or otherwise cited by the candidate that qualify the individual for the position sought.
o "Employee" is defined as any person employed by American Acme Corporation, whether full- or part-time.
o "Employment verification" means ensuring that the selected applicant or employee actually worked in the positions listed on the application, resume, or cover letter or otherwise cited by the candidate that qualify the individual for the position sought, as well as all employment during a period of at least seven (7) years immediately preceding application at American Acme Corporation. This verification should include dates of employment and reasons for leaving each position.
o "License verification" means ensuring that the selected applicant or employee possesses all the licenses listed on the application, resume or cover letter or otherwise cited by the candidate that qualify the individual for the position sought and verification of any license required for the position, including verification of the disposition of such licenses. This includes any motor vehicle drivers licenses required for the associated position.
o "Limited criminal history background check" means verifying that the selected applicant or employee does not have any undisclosed criminal history in the jurisdiction where the applicant or employee currently resides, or where the applicant or employee last resided, if the applicant or employee only recently moved to a location near the American Acme Corporation.
o "Limited sex and violent offender registry background check" means verifying that the selected applicant or employee does not have undisclosed convictions of certain sex and violent crimes in the jurisdiction where the applicant or employee currently resides, or where the applicant or employee last resided, if the applicant or employee only recently moved to a location near the American Acme Corporation.
o "Sex and violent offender registry background check" means verifying that the selected applicant or employee does not have undisclosed convictions of certain sex and violent crimes in every jurisdiction where the applicant or employee currently or has resided.
Basic Background Check Policy Provisions
* New Staff Employees
o All new Staff employees shall have the following background checks completed as a condition of employment with American Acme Corporation. For each of the background checks identified in this paragraph, the human resources office at each headquarters will determine whether it or the hiring department will perform the background check.
- Employment verification - to be completed by the hiring department or headquarters human resources office
- Educational verification - to be completed by the hiring department or headquarters human resources office
- License verification - to be completed by the hiring department or headquarters human resources office; except for a required motor vehicle drivers license, which is to be initiated by the hiring department or headquarters human resources office and completed by Risk Management
- Criminal history background check - to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office
- Sex and violent offender registry background check - to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office
o Foreign nationals who have been offered employment into appointed Staff positions will be subject to the following provisions:
- The verification of education that the candidate has cited that qualifies the individual for the position.
- The verification of employment that the candidate has cited that qualifies the individual for the position.
- A criminal history background check covering time in the United States if the period of time that the individual has worked in the United States exceeds one year.
- A criminal history background check in the individual's prior countries of residence only if the individual's visa and/or authorization to work in the United States was issued before implementation of the Patriot Act on October 24, 2001. The American Acme Corporation will not require that a criminal history background check be conducted in the individual's prior countries of residence if the visa or authorization to work was issued or renewed under the provisions of the Patriot Act.
o All new Staff employees who will be performing any of the following jobs shall also have the below listed additional background checks completed as a condition of employment with American Acme Corporation: Vice President, Director, Associate or Assistant Vice President, American Acme Corporation Athletics Director, Chairman of the Board of Directors, and other positions as requested by the headquarters human resources office and approved by American Acme Corporation Human Resource Services. Additional background checks shall include:
- Credit history background check - to be completed by American Acme Corporation Human Resource Services
o If the American Acme Corporation has performed any of the above verification or history background checks on an individual within the past year, a new verification or history background check of that specific category will not be required. The results of the previously performed verification and/or history background check will be considered in any pending employment decision.
* New Hourly Employees
o All new Hourly employees who are hired to perform work indicated below and who are at least 21-years old shall have the following background check completed as a condition of employment with American Acme Corporation:
- Criminal history background check -- to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office
- Sex and violent offender registry background check - to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office
o Foreign nationals who have been offered employment into Hourly positions performing the type of work covered elsewhere in this basic background check policy will be subject to the following provisions:
- A criminal history background check covering time in the United States if the period of time that the individual has worked in the United States exceeds one year.
- A criminal history background check in the individual's prior countries of residence only if the individual's visa and/or authorization to work in the United States was issued before implementation of the Patriot Act on October 24, 2001. The American Acme Corporation will not require that a criminal history background check be conducted in the individual's prior countries of residence if the visa or authorization to work was issued or renewed under the provisions of the Patriot Act.
o Hourly work assignments that require this background check include:
- Work that involves handling financial, contractor or personnel data or records
- Work that involves any confidential or sensitive data or information
- Work that involves handling cash, checks, or credit card transactions
- Work that involves responsibility for or providing services to any one under the age of 18
- Work that involves possessing keys/codes or other means of entry to secured spaces within American Acme Corporation
- Work that provides access to a select agent or toxin as defined by the Centers for Disease Control (CDC) or which will load, unload, prepare for transport, transport, or offer for transportation any quantity of radioactive materials or a quantity of hazardous material which requires placards.
- Any other Hourly positions that a headquarters human resources office determines should be included.
o For the same new Hourly employees in 1) who are less than 21-years old, the following background check shall be completed as a condition of employment with American Acme Corporation:
- Limited Criminal history background check -- to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office
- Limited sex and violent offender registry background check - to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office
o All new Hourly employees who are hired to perform work that requires a license, regardless of age, shall have the following background check completed as a condition of employment with American Acme Corporation:
- License verification - to be completed by the hiring department; except for a required motor vehicle drivers license, which is to be initiated by the department and completed by Risk Management
o If the American Acme Corporation has performed any of the above verification or history background checks on an individual within the past year, a new verification or history background check of that specific category will not be required. The results of the previously performed verification and/or history background check will be considered in any pending employment decision.
o At the discretion of the hiring department or headquarters human resources office, an Hourly employee may have an educational verification and/or employment verification completed.
* Current Staff Employees
o All current Staff employees who are performing any of the following jobs or functions shall have the below listed background checks completed as a condition of continued employment with American Acme Corporation: Vice President, Director, Associate or Assistant Vice President, American Acme Corporation Athletics Director, and Chairman of the Board of Directors.
- Criminal history background check -- to be completed by American Acme Corporation Human Resource Services
- Credit history background check -- to be completed by American Acme Corporation Human Resource Services
Responsibilities
* Headquarters Human Resource Office or Hiring Department Responsibilities
o The human resources office at each headquarters will determine which of the components of the background check that it or the hiring department will perform.
o All offers of employment, oral and written, shall include the following statement: "This offer is contingent on American Acme Corporation verification of credentials and other information required by state law and American Acme Corporation policies, including the completion of a criminal history background check."
o Employment verification: it is strongly recommended that this verification be completed before making an offer of employment to any individual; in all cases requiring such, this verification shall be completed within 30 days of making the offer of employment.
o Educational and License verifications: it is strongly recommended that this verification be completed before making an offer of employment to any individual; in all cases requiring such, these verifications shall be completed within 30 days of making the offer of employment.
o Criminal history background check (standard or limited) and sex and violent offender registry background check (standard or limited): in all cases requiring such, these background checks shall be initiated after acceptance of the conditional offer of employment.
- The individual's official name, date of birth and social security number will be obtained from the person and provided to a third-party which the American Acme Corporation has contracted with for associated services
o If the criminal history background check indicates that there are no convictions, the third party vendor will inform the initiator of the request who in turn will inform the applicant that the employment offer is confirmed.
o If the criminal history background check indicates that there are convictions, the third party vendor will inform the headquarters human resources office and American Acme Corporation Human Resource Services. The headquarters human resource office will provide a copy of the report to the individual. (All related information will be treated as confidential, and protected as such.)
o If the criminal history background check reveals convictions which the individual disclosed in the application, the headquarters human resource office will review the report with the hiring department and jointly, they will evaluate each conviction, including any additional information that the individual provides, before the offer of employment is confirmed or withdrawn. The existence of a conviction does not automatically disqualify an individual from employment. Relevant considerations may include, but are not limited to, the nature and number of the convictions, their dates, and the relationship that a conviction has to the duties and responsibilities of the position. Any decision to accept or reject an individual with a conviction is solely at the discretion of American Acme Corporation. (All related information will be treated as confidential, and protected as such.)
o If unreported convictions are revealed in the criminal history background check, the offer of employment will be withdrawn and, if employed, the individual will be separated from employment, unless the individual shows that the report is in error. The decision to reject or terminate an individual with an unreported conviction is solely at the discretion of American Acme Corporation. (All related information will be treated as confidential, and protected as such.)
o In the event that the results of the background check influences a decision to withdraw an employment offer or terminate employment, the headquarters human resources office will inform the hiring department and the individual.
o For all employment, education, and license background checks/verifications required, departments shall maintain records indicating the item background checked/verified, the name of the department personnel completing the background check/verification, the date of the background check/verification, and the status of the background check/verification. These records shall be retained in the department's personnel file for the associated employee.
- All results of criminal and sex and violent offenders convictions or issues are considered confidential and will be maintained in confidential files within the headquarters human resources office.
o The hiring department will be responsible for any fees associated with any of the components of the background check process. (Schools or headquarters may decide to fund the cost of associated fees.)
* American Acme Corporation Human Resource Services Responsibilities
o In the event that a criminal conviction is found, the third party vendor will submit the report to the headquarters human resources office associated with the position and American Acme Corporation Human Resource Services.
o American Acme Corporation Human Resource Services will monitor the hiring decisions made in such cases, consult with the headquarters human resources office in helping to resolve cases, and monitor hiring decisions in such cases for consistency.
o American Acme Corporation Human Resource Services will conduct criminal, credit and liens & judgements history background checks for Staff employees in the following positions: Vice President, Director, Associate or Assistant Vice President, American Acme Corporation Athletics Director, and Chairman of the Board of Directors. (All related information will be treated as confidential, and protected as such.)
o American Acme Corporation Human Resource Services will coordinate the receipt and payment of the third party vendor's fees.
* Sanctions for Violation
- Violations of American Acme Corporation policies, including providing false or misleading information used for any of the above background checks, will be handled in accordance with applicable American Acme Corporation policies and procedures; which may include disciplinary actions up to and including termination from the American Acme Corporation.
* Appeals
- Decisions regarding the withdrawal of an employment offer as a result of a background check may be appealed to the next higher unit head for review. An employee who is terminated as a result of a background check may appeal such decision in accordance with normal problem-grievance resolution procedures.
* Office Responsible for this Basic Background Check Policy
o American Acme Corporation Human Resource Services
* Effective Date
- The effective dates for full implementation of this basic background check policy are: immediately after the approval of this basic background check policy for Employment, Education and License verifications and January 1, 2020, for Criminal, Sex and Violent Offender Registry, and Credit History.
Sourced: The Background Checkepedia [http://www.BackgroundNow.com] at [http://www.BackgroundNow.com]
: Lee E Hill : [email protected] : (281) 506-2132 :
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10 Frequently Asked Questions about Background Checks
By Sue Edwards
1. Why Do a Background Check?
Doing a background check is an opportunity for you to verify information. Whether you receive the information from a job candidate, a prospective tenant, someone applying for credit or anyone you feel you need to know more about. A background check can also reveal information that was either mistakenly or intentionally omitted.
Using background checks can help you verify degrees or certifications that were earned and provide specific information about employment history.
If you are an employer or landlord, background checks will help you to reduce your risk of lawsuits and help you to protect your assets.
2. What Types of Background Checks Are Available?
Here is a quick bullet list of some of the types of background checks available:
o Address history
o Social security number trace
o Federal criminal records
o Statewide criminal records
o County criminal records
o Instant criminal history
o Sexual offender registry
o Federal civil records
o County civil records
o Department of motor vehicles driver's history
o License and certificate confirmations
o Education confirmation
o Prior employment confirmation
o Workers compensation records
o Drug testing
o Reference checks
o and many more...
3. How Much Do Background Checks Cost?
Background check costs can vary depending on the number of searches included in the screening requests. Simple checks can cost as little as $20.
By combining several searches into a single background check package, many companies can offer a better price per screening. Some background check companies can offer volume discounts to companies or individuals that order their services frequently.
Also, there is software that can be purchased to do your own background checks on the Internet.
4. How Long Does It Take to Complete a Background Check?
Most employee background checks can be completed in 48 to 72 hours. Most companies can complete address searches and credit reports, instantly.
Statewide and County criminal searches can be completed within 48 hours. Education and employment confirmations are usually done in 48 to 72 hours.
5. How Do I Receive the Background Check Information?
With most companies that do background checks, you can select the option that suits you best. The company can e-mail results directly to you. Results can also be faxed, viewed online or sent by regular mail.
6. What If There Is a Mistake on the Credit History Portion of a Background Check?
The applicant has specific rights outlined in the summary of rights, which must be provided to the subject of the background check. This is specified in the Fair Credit Reporting Act (FCRA). The applicant or the employer or whoever is making the request for the background check, should make an inquiry, and it will be investigated.
7. Should a Nationwide Criminal Background Check Be Requested?
An accurate nationwide criminal history check would be possible, but extremely expensive. It is misleading to advertise a "Nationwide Criminal Search" because it does not include all states and is done by searching databases, not the court system. Many of the courts do not participate in submitting their records to these databases. The records of these databases are frequently outdated. 3000 courts throughout the country would have to be searched, since there is no central repository available for criminal records to the private sector.
8. Can I Do a Background Check on a Minor?
Juvenile records are not available, but if the subject of the background check was tried as an adult, you may be able to find the records available in the courts.
9. Do I Need a "Release" Form from the Subject of the Background Check?
A signed release form should be obtained from any subject of a background check. Be sure to keep a copy of a signed release form for your own files. Also, be sure the subject of the background check receives a "Summary of Rights" (as required by the Fair Credit Reporting Act) with their copy of the signed release form.
10. When Is a Driver's History Background Check Required?
If anyone is driving on behalf of your company or organization - even once - they're driving history should be checked on a regular basis.
I hope these frequently asked questions were helpful.
I invite you to visit my website for more information.
The Best Always & Stay Safe,
~ Sue Edwards
This article is 1 of 3. To get all 3 articles in a FREE report visit:
http://www.backgroundcop.com
It may save your life!
Sue R. Edwards has a diverse background in: Banking, Taxi Driving, Auto Mechanics, Industrial Mechanics, Nuclear Power, Computer Repair and Law Enforcement. Sue is an active foreign currency trader and internet marketer with a career online working for herself! [http://www.realforextrading.com] [http://www.webmarketinggold.com]
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Background Checks - It's Better to be Safe than Sorry
By Amit Mehta
'Do a background check first.' How many times have we heard that line before? Background checks refer to a search for information regarding the history of an individual. To put it simply, background checks are 'quick checks' on a person's character. If there is anything negative found on you through background checks, you could end up becoming disqualified for a job position or an educational grant or scholarship.
Background Checks - Who's Checking Up on You?
You may not realize it, but there can be quite a lot of people checking up on you. Potential employers top the list. Companies usually conduct background checks on job applicants primarily as a means to verify the credentials that you may have listed on your resume. Another reason is to check for any criminal record you may have. For instance, a record concerning money may not make you a likely candidate for a financial position in the firm.
Sometimes, landlords also do background checks on potential tenants to avoid potentially unruly tenants. Some people even do background checks on people they are dating! But then, in today's times, one cannot be too careful.
The Source of Background Checks
Background checks can dig up negative information through various public records and documents. The most obvious one would be if you have a criminal record but information can also be culled from your driving history and your financial or credit standing. If any red flags are found on these records, it could easily break your chances of getting the job you want, a loan you are applying for or that apartment you are trying to rent.
Of course, background checks is not just something that can be done to you. YOU can also conduct background checks yourself. Apart from doing background checks on others, you can also conduct them for companies and institutions. Although information regarding the products and services that a company offers is easy to come by, other details such as the legal and financial status, social standing and reputation may require more effort.
Unfortunately, because there are so many cases of mistaken identities and wrongful arrests, background checks cannot be reliable all the time. Sometimes, you would have to conduct additional research and repeat verification steps to ensure that you have the right information.
Background Checks Infiltrate the Internet
Online background checks have gained popularity primarily because it is much cheaper than hiring a private detective to do it for you. The most obvious route would be to conduct quick and informal background checks through free search engines on the Internet. But this method may provide very little information and there is no guarantee as regards the accuracy of the information.
You can, however, find a company that specializes in doing background checks online. Don't worry; there is hardly any face-to-face communication necessary when background checks are online and exchanges can be facilitated through e-mail or online chatting.
There is no additional equipment that needs to be purchased when doing online background checks and you will only be asked to pay a registration fee by these companies. Sometimes in as less as one day to a maximum of three days, you can get the results of your background checks already. Some companies even offer you data storage for all the background checks that you have requested from them so that they can be obtained 'on demand'.
So interested in looking to something or someone? Try and conduct online background checks.
Want to Know the Top Sites for Background Checks? Read Dr. Amit Mehta's Unbiased Reviews ==> RecordsSiteReviews.com
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